Riordan Manufacturing HR System

AbstractMr. Hugh McCauley, the COO of Riordan Manufacturing, Inc. has submitted a service request SR-rm-004. This request is to analyze the current Human Resources system and to integrate the existing variety of tools used today into a single integrated application at all plant locations. Mr. McCauley would like to take advantage of a more sophisticated, state-of-the-art, information technology system for the Human Resources department. The IT team will examine the current information system and the possible design and development of a single integrated application that meets or exceeds Riordan Manufacturing’s expectations, reaches completion within time and cost estimates, works effectively and efficiently in the current and planned IT infrastructure, and is inexpensive to maintain and cost-effective to enhance. The outcome and analysis of this assessment, along with recommendations and each phase of the System Development Life Cycle (SDLC) will be identified in this report.

Current Human Resources Information SystemThe company’s HRIS system was installed in 1992. It is a part of the financial systems package and keeps track of the following employee information: •Personal information (such as name, address, marital status, birth date, etc.) •Pay rate

Changes to this information are submitted in writing (on special forms) by the employee’s manager and are entered into the system by the payroll clerk. Training and development records are kept in an Excel worksheet by the training and development specialist. Each recruiter maintains applicant information for open positions. Résumés are filed in a central storage area, and an Excel spreadsheet is used to track the status of applicants. Workers’ compensation is managed by a third-party provider, which keeps its own records. Employee files are kept by individual managers; there is no central employee file area. Managers are also responsible for tracking FMLA absences and any requests for accommodation under the ADA. The compensation manager keeps an Excel spreadsheet with the results of job analyses, salary surveys and individual compensation decisions. Employee relations specialists track information about complaints, grievances, harassment complaints, etc. in locked files in their offices.

Proposed Information Gathering Techniques and Design MethodsThe analyses phase of the SDLC requires a clear understanding of the Human Resources business functions. To gain a clear understanding, we must first identify and document the physical processes and activities of the existing system at all Riordan Manufacturing locations. This will be accomplished by using traditional requirements elicitation techniques, i.e., holding interviews, observing users of the current system, from observing users and having discussion sessions with subject matter experts and process owners. Project members from the IT department as well as project analysts will attend these discussions so they can gather facts, opinions, speculate and observe body language, emotions and other signs of what people want and how they assess current systems. A review of existing reports, forms and procedure descriptions will also be conducted as a fact finding activity. Observation of the current processes will also be conducted by the analysts and IT members so that they get a clear understanding of exactly what takes place in the business process. In addition to the traditional requirements elicitation techniques to gather information and data, the IT members will also hold Joint Application Design/Development, or JAD sessions to ensure that information is gathered from all affected parties, and that requirements that are received in outcome are...

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...Analysis of Riordan � PAGE * MERGEFORMAT �1�
Analysis of RiordanManufacturing
Barbara Norftill
University of Phoenix
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Analysis of RiordanManufacturingRiordanManufacturing has issued Service Request SR-rm-004 Analyze HRSystem for all plant locations per Hugh McCauley, COO. This paper is written in response to the service request. The request is to analyze the HRsystem to integrate the existing variety of tools in use today into a single integrated application. Riordan would like to take advantage of a more sophisticated, state-of-the art, information systems technology in the Human Resources department. The approach that will be used for this project is called the systems development life cycle (SDLC). The SDLC is a project management framework organized into phases and activities (Satzinger, 2004). This paper will cover three phases of the SDLC: planning, design and implementation.
COMPANY BACKGROUND
RiordanManufacturing, Inc. was founded by Dr. Riordan in 1991 as Riordan Plastics, Inc. The name was changed to RiordanManufacturing, Inc. a year later. Today the company is "the industry leader in the field of plastic injection molding" (Riordan, 2006). The company...

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RiordanManufacturingHRSystem Analysis
BSA/375
April 19, 2010
The COO of RiordanManufacturing, Hugh McCauley requested a systems analysis of the Human Resources department. The company would like to upgrade the systems to a more current technological standard. The objective of the IT team will be to design a system that can be utilized by the second quarter of next year. This paper will describe the information techniques and design methods to be used for this project. An explanation of the adequacy and intended use of the information gathered will also provided, along with a scope and feasibility report.
The process of information-gathering is crucial to the success of this project. A plan must be followed and executed flawlessly to make sure the requirements and specifications have been defined. “Without a formalized, organized approach to developing information systems software [we] might see a project fail due to premature development of the software before all the functional requirements are clearly defined and agreed upon.” (Shelley 2004) The IT Team will use the Systems Development Cycle or SDLC with the waterfall methodology. Through this method, the team will be able to understand the user requirements and efficiency of the current system in comparison to related...

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New System Proposal
Art Scott
IT/205
December 14, 2014
Jennifer Gunter
New System Proposal
RiordanManufacturing is a global plastics manufacturer employing 550 people with projected annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion. Its products include plastic beverage containers produced at its plant in Albany, Georgia, custom plastic parts produced at its plant in Pontiac, Michigan, and plastic fan parts produced at its facilities in Hangzhou, China. The company's research and development is done at the corporate headquarters in San Jose. Riordan's major customers are automotive parts manufacturers, aircraft manufacturers, the Department of Defense, beverage makers and bottlers, and appliance manufacturers. As you can see Riordan is a large company with offices worldwide and communication and travel can be a major expense for the company especially when implementing new lines and technology at one of their facilities. Future statements made by Riordan, We will maintain an innovative and team oriented working environment. By assuring that our employees are well informed and properly supported, we will provide a climate focused on the long term viability of our company. We must be focused in achieving and maintaining reasonable profitability to assure that the...

...RiordanManufacturing: Information System ProposalThe service request sR-rm-004 to analyze the human resource system from John Korzeniowski was received on May 14, 2008. The IT team will examine the current information system and the possible design and development of an integrated, robust application in accordance with Riordan's vision, mission, time-frame and strategic growth plan.
AnalysisIn order to design and development an integrated state-of-the art human resources information system, the initial step is to define Riordan's business needs and its current technical resources. Riordan's ERP system was installed in 1992 and independent from its branch offices. This system is an integral part of the finance and accounting application. Riordan employs over 550 people and has offices located in California, Michigan, Georgia, and China. Each branch office has an independent finance and accounting system that is consolidated at the corporate headquarters in San Jose, California. A brief overview of Riordan's current information system and dependent software applications confirmed a business need for an integrated, high-performance information system. The factors that suggest the business needs are documented employee dissatisfaction, labor intensive procedures, and pertinent data located in various...

...Employees and human resources (HR) are a business’ biggest asset. Appropriate management is important to a business the size of RiordanManufacturing. Currently the company employs 550 employees globally. The HR database contains an enormous amount of information in all of the employees’ files and data regarding their respective careers at Riordan. The database should operate at peak performance at all times. The functionality of the current system is limited due to a quickly becoming outdated system compared to other systems that are currently available. The Information Technology (IT) department had been asked to analyze the current system and issue an analysis of the scope and feasibility of the project.
Scope
The HRsystem is in danger of becoming unstable due to increased data storage and data processing. RiordanManufacturing has grown over the years as did their employee pool. With this growth came more data gathered as well as more data analysis and processing. The current system is strained to its limits and cannot handle the load efficiently as it once did. HR employees can only process the data as quickly as the system allows. To resolve the processing slow down, servers will be added to handle the increased load. Additional software will...

...RiordanManufacturing SR-rm-004 � PAGE * MERGEFORMAT �1�
RiordanManufacturing SR-rm-004
Introduction
Riordan Manufacturing's background of request is to take advantage of a more sophisticated, state-of-the-art, information technology in our human resources department (RiordanManufacturing, 2008). The method which will be applied to analyze and design the new human resources system for RiordanManufacturing will be the systems development life cycle, which is known as SDLC. Three sections of the assignment will focus on the phases of the SDLC. In section 1, I will describe the information-gathering techniques and design methods that I would propose to use for the project. Moreover, I will identify the key factors that will help ensure the information required for the project is gathered successfully and explain the scope and feasibility of the project. In section 2, I will create a flow diagram and discuss how to apply the tools of systems analysis to describe the information systems architecture in terms of data, processes, interfaces and network. In section 3, I will cover the implementation stage and discuss the six major factors that are included in the phase; coding, testing, installation, documentation, training, and support. Lastly, I will discuss the benefits of the six factors and...

...RiordanManufacturingHR Upgrade
Jason StJude
BSA 375
May 8 2012
Brenda Holland
Application Architecture and Process Design
Riordan’s HR information is comprised of eight separate systems with system having separate processes to access and manage the data. The proposed HRsystem will be a single integrated application (Apollo, 2006). In order to achieve this, a completely new HRsystem is needed in order to meet the required. A specific software platform has not been chosen yet, as there are many in the market that is suitable for Riordan’s needs. Ascentis HR software provides a suite of software that integrates with each other, is easy to use and set up, and comes with hundreds of out of the box reports (Ascentis, 2012). PeopleSoft is an Oracle product that has a huge market and is designed to meet even the most complex business requirements (Oracle, 2012). There are many more that provide varying degrees of features, complexity and ease of use.
The proposed system will be a server-client based infrastructure. The base server hardware specification will be configured to follow the hardware specifications for the specific HR software. For ease of installation, management and out of band administration, HP DL360 G8 servers will be used (Hewlett-Packard Development Company, L.P., 2012)....